I am currently at a firm and received an in-house offer. Aside from main items like comp and big ticket benefits like PTO/health insurance/401k, what other items do I need to think about discussing/negotiating? For example, fees to keep bar licensure, professional association fees, CLEs, etc. I feel like there is so much on that end I currently take for granted being covered at my firm. Anything else I should consider?

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Whether you’ll get a personal office, perhaps.

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My general impression is focus on title, comp, role and responsibilities, reporting structure, WFH flexibility.

This is painting with a broad brush but things like benefits including vacation days and 401k and whether you get your own office will just depend on how they do things. If you are at a large organization I don’t think you will be negotiating your benefits package? Maybe others have had different experiences.

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Recently made the move from law firm to in house. At least in my experience, base comp and equity are the big things on which to focus your negotiation. Your bonus is typically a fixed percentage of your salary that is company and personal performance based. Personally, my company’s benefits are incredible so I didn’t focus my negotiation there, but every company is different. If you can reach out to a contact at the company or a similar one, I found that incredibly helpful.

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Malpractice insurance ?0

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They don’t typically provide malpractice insurance because you’re an employee of the company and they would essentially have to sue themselves. They would most likely just fire you for cause if something went really bad.

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Having gone through this process recently, It’s really tough negotiating. Every in house position has at least dozens of applicants. As a litigator, It’s even harder. My company would not negotiate on salary at all. It’s worth trying but I wouldn’t have too high of expectations.

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You can ask what the company policy is for all of those things and potentially use them to leverage a small salary increase but they won’t change policy for you.

I wouldn’t be worried about $500 in bar related expenses in the scheme of an opportunity.

For most everything you mentioned if it’s a large company their PTO, health insurance, 401k are all non-negotiable.

Base salary, equity and bonus are going to have the biggest impact in current and future earnings. Job responsibilities, and legal department structure are going to have the biggest impact on career growth and internal opportunities. Title could impact how external people view your career.

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I’m also moving in house soon. Do companies typically cover CLE attendance and bar renewal fees like firms do?

I would highly recommend figuring out if they’ll cover both BAR renewal and CLEs. This was something I made sure each company I’ve been would cover since I need to maintain my license to work at the job, they made good-standing a prerequisite for employment. So it invites to opportunity of saying “I need this to work here, so support me”.

I also made sure that any CLE seminars or time away I needed for these seminars didn’t count against my PTO. I had an offer from a company which said “oh you cover the cost of CLEs and you’ll need to take PTO to attend conferences”, I couldn’t say no fast enough

Find out cadence for raises/reviews and path to promotion.

For what it’s worth, my company (f100 non tech) pays for annual license fees and online CLEs. I assume that is pretty standard at larger companies.

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